How effective are your board members?

There’s a big difference between the board and its board members. Remember that the board does corporate governance – and that only happens when the board is together at meetings. Corporate governance is a collective act.

Written by

Simone Joyaux

Added

April 22, 2014

Let’s now focus on board members.

So now let’s focus on board members, the individuals who make up the board.

All boards need to develop and adopt, and then enforce, performance expectations common to all board members. These obligations need to be reviewed during the screening interview. A potential member’s commitment should be secured prior to her or his nomination.

Performance expectations of you, the individual as a board member

Each board member of an organisation affirms the expectations outlined here and strives to perform accordingly. All board members should be treated the same when it comes to these expectations.

The expectations should be clearly explained during the recruitment process. You should only be accepted as a nominees or appointee after you have agreed to fulfil these expectations. By accepting nomination or appointment, you confirm that this board service is one of your top volunteer and giving commitments

You must believe in and act as an active advocate and ambassador for the values, mission and vision of the organisation.

Specific performance expectations common to all the members are:

1. You must believe in and act as an active advocate and ambassador for the values, mission and vision of the organisation.

2. You should work in a way that contributes to the effective operation of the board – and work with fellow board members and staff to assure that the board functions well. This includes, but is not necessarily limited to, the following.

Focusing on the good of the organisation, independent of personal agenda, self-interest, or the influence of others.Supporting the organisation’s policies and procedures for conducting business.

Participating in professional development opportunities to strengthen corporate governance and advance the organisation’s effectiveness through learning. (Thanks to Cohort 20, Saint Mary’s University master’s degree in philanthropy and development.)

You should participate in the appraisal of your own performance and the performance of the board and its committees.

A board member must participate in her own performance appraisal.

3. You must attend board and committee meetings regularly. You should prepare for these meetings by reviewing materials and bringing these materials to the meetings. Use conversation as a core business practice and ask strategic questions and participate in dialogue.

4. Keep informed about the organisation, its issues and its connection to the community through active participation within the organisation and outreach outside the organisation.

5. Help support the charitable contributions operation of the organisation, specifically by,

Reaching into diverse communities and helping to identify and cultivate relationships to support the organisation as donors, volunteers and advocates.

Giving an annual financial contribution to the best of personal ability[1]. If the organisation launches a special campaign, give to that, too.

Participation in fund development by taking on various tasks tailored to your comfort and skills.

The authority of the chief executive officer and staff must always be respected.

6. When appropriate, you should use your personal and professional contacts and expertise[2] to benefit the organisation, without compromising ethics or trespassing on relationships.

7. Be available to serve as a committee/task force chair or member. Be a prepared and active participant.

8. The board should be informed of any potential conflicts of interest, whether real or perceived and you should abide by the decision of the board related to the situation.

9. The authority of the chief executive officer and staff must always be respected. You must adhere to the limitations of the board, its committees and individual board members.

10. If you are unable to fulfil these expectations you should agree to step down from the board.

[1] Some organisations make this type of statement: ‘Consider this organisation one of your top two to three charitable commitments.’ What do you think of that? Why would an organisation include that statement?

[2] Each candidate is invited to join the board in order to provide specific expertise to the governance process. The individual is informed of this need – and agrees – prior to nomination or appointment.

About the author: Simone Joyaux

Simone P Joyaux, ACFRE is described as ‘one of the most thoughtful, inspirational, and provocative leaders in the philanthropic sector’. A consultant specialising in fund development, strategic planning and board development, Simone guides countless organisations and professionals through her consulting and coaching, teaching and writing. She teaches in the graduate programme for philanthropy at Saint Mary’s University, in Minneapolis, USA. Her books include Keep Your Donors, Strategic Fund Development and Firing Lousy Board Members. As a volunteer, Simone founded the Women’s Fund of Rhode Island, a social justice organisation. Currently she chairs the advisory board of the Centre for Sustainable Philanthropy at Plymouth University in the UK and the board of cirectors of Planned Parenthood of Southern New England. Simone and her life partner have bequeathed their entire estate to charity.

Sometimes it’s a struggle to get the board to carry out its fundraising role. Often it’s even harder to get individual members to participate; even if they understand their roles, they don’t want to do ‘that fundraising stuff’.